Security behaviour change requires a clear vision as well as a coordinated strategy to ensure that interventions are consistent, practical and meaningful.
Before embarking on a change programme, however big or small, it is critical that an organisation is clear on the following:
- The objectives of the change (i.e. the vision or strategy)
- The size and scale of the change (i.e. the gap between where the organisation is now and where it wants to be)
- The actions to implement the change (i.e. the interventions)
- The organisation is ready for the change (i.e. it has the necessary time, resources and buy-in)
- How to communicate the change to the target audience and other key stakeholders (i.e. the communications strategy)
- How to review and evaluate the impact of the change (i.e. the measures of success and key performance indicators)
There is no one right way to deliver change. A bespoke approach, suited to the particular needs and requirements of your organisation will ultimately work best.
CPNI has developed the 5 E’s approach to organisational behaviour change. This provides some overarching principles that organisations are advised to follow when developing a security change programme, drawing on latest behaviour change theory.
Listed below are CPNI's off-the-shelf security behaviour change campaigns and guidance documents that you are welcome to use for free.
Guidance on providing security information during the first 12 months of the employee lifecycle
Advice to help managers recognise the important role they play in developing a good security culture